Analysis of Tanzanian Culture and its Impact on Business Operations

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CROSS-CULTURAL MANAGEMENT
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CROSS-CULTURAL MANAGEMENT
Table of Contents
Introduction......................................................................................................................................3
Script................................................................................................................................................3
Arguments of the scripts..................................................................................................................5
Application of the theory on issue...................................................................................................6
Analysis of group task.....................................................................................................................8
Recommendation.............................................................................................................................8
Conclusion.......................................................................................................................................8
References......................................................................................................................................10
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Introduction
Culture dimension is one of the important factors that should be comprehended by Multinational
Corporation in an effective manner to perform the business operation in a foreign country. The
study mainly focuses on the analysis of the cultural and religious issue relating to the national
culture of Tanzania. Moreover, the analysis will be done by the use of Hofstede's cultural
dimension in a prominent manner. Subsequently, a reflective analytical report based on the
arguments and counter-arguments will be performed. Furthermore, an analysis of the group
activity and recommendations to improve the group work will be provided in an efficient
manner.
Script
Fig: 1 Culture Dimension Theory
(Source: Khlif, 2016)
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Hofstede's cultural dimension theory helps in the critical analysis of the essential parameters on
which the beliefs and values of the citizens of a country are dependent. According to the Case
study, the national culture of Tanzania is influencing the business operations of the Hydropower
generation. According to the theory, the national culture of the country depends on six
parameters.
Power Distance – Power distance analyse includes the difference in the power between the
powerful members and the less powerful members of the society. Moreover, it deals with the
expectation and acceptance of the less powerful people about the unequal distribution of power
(Khlif, 2016). It is seen that Tanzania scores almost 70 in Power distance parameter that means
that people has accepted the hierarchical order in organizations. Most of the organization has
autocratic leaders and individuals have accepted the fact that the ideal boss is a benevolent
autocrat.
Individualism- Individualism is the concept that depicts the interdependence relation that the
citizens maintain within society. According to Tanzanian culture is depicted that the society
beliefs in collectivism and it has a score of almost25. There is the presence of deep relationship
among the citizens. Loyalty is the main component on which collectivistic society has been
building. Moreover, this concept of collectivist is applicable to the organizational culture as well.
The employee-employer relationship is totally based on cultural value honesty and integrity.
Masculinity Vs Feminine- The masculinity Vs feminine concept describes that if a society is
driven by competition, success and achievement pressure then it is considered as a masculine
society. On the other hand, if value, compassion, work and quality life balance are the main
driving force of the society is considered as feminine. Tanzania has a score of 40 in this domain
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and it is considered as a feminine society where compassion, work-life balance solidarity in work
is preferred by managers for effective human resource management (Deephouse, Newburry, and
Soleimani, 2016).
Uncertainty avoidance- Tanzania scores 50 in this domain and no actual preferences of the
individuals are projected. Moreover, most of the individuals in society do not prefer Uncertainty.
In the case of the project of HG, there is Uncertainty among the persons who are being displaced
due to the development of the dam. This may have a negative impact on the project. The
uncertainty in this project may be nullified by proper planning and development.
Long term Vs Short Term- The long term and the short-term approach is a concept where it is
seen that societies that follow the long-term orientation are pragmatic and support the change in
their cultural system. Modernization of the educational system and cultural values are welcomed.
On the other hand, in short, term oriented society individuals respect the old traditions values and
cultures and are very rigid about change. Tanzania is a country with a short orientation where the
old cultural values and ethics are given the utmost priority. Protection of the cultural values
should be the utmost priority of the Hydro Generation Company.
Arguments of the scripts
In the opinion of French (2015), power distance is one of the main factor influencing work
cultures of Tanzania. In the country, Autocratic leadership and the hierarchical system are
considered as the ideal situation of the organization. According to the case study, I think it is
seen that Jones has created a flat organization structure that is against the working culture of the
country. As the local culture includes a hierarchal structure then it may be said that a structured
organization with a proper chain of commands may help in optimization of the productivity in a
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prominent manner. On the other hand, it may be argued by Ali and Brooks (2009), if there is a
flexible structure in the organization the workers may work in a more relaxed environment that
may increase the productivity of the work. It is argued that if interpersonal relationships between
the employer and the employee are good it enhances the quality of work. In my opinion, Jones
has established a perfect relation with the employees and recruitment is made in an informal
process that is best suited according to the culture of Tanzania. It may help in enhancing the
work culture in the organization. In terms of cost if the analysis is made it may be observed that
uses of the local resource should be cost effective for the Hydro generation organization. On the
contrary according to Taras, Steel, and Kirkman(2016), brand image is one of the most important
aspects for an organization to perform its business in foreign soil in an efficient manner.
In my opinion, during performing the business, it is seen that Jones takes the policy of giving
more money to increase the business operations of the HG in Tanzania. This kind of policy may
be effective in the short term but if the news is leaked in the public domain, it may affect the
company’s brand image in an adverse manner. This point should be kept in mind by the senior
officials of the company. Moreover, it is observed that the traditions and culture play a vital role
in governing the business operation in Tanzania as the society beliefs in normative concept
(Bird, and Mendenhall, 2016). I believe that Cultural integrity and tradition are the most
sensitive topic and they must be preserved in an efficient manner by the HG to perform the
business operation in the country. According to my analysis, Jones and the top management of
HG should carefully take every step so that cultural integrity may be conserved in an efficient
manner. I think that it must be very difficult for HG organization to work on the project if the
cultural integrity of the locals is harmed.
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Application of the theory on the issue
According to Hofstede’s cultural dimension theory, it is observed that the society of Tanzania
believes in the collective effort over individual effort. This is one of the import concepts which
may implement to resolve the issue of culture and religion. I think that one of the positive points
among the people in Tanzania is they value the group effort and group-based activity over
individual effort. If the proper cultural integrity may be maintained and if the employees are
motivated, using the cultural component then there might be an enhancement of the quality of
work in a prominent manner. Moreover, it is seen according to the theory that national culture of
Tanzania is based on feminism where work-life balance is valued over competition and success.
I think this a critical point to consider, as HG is a US organization it may have a work culture
that is success oriented. If that kind of culture is forcefully implemented in Tanzania, it may not
work. In the opinion of Tjosvold (2017), the key to business success in foreign soil is
adaptability of the foreign culture.
In my opinion, Jones policy should be modified a little, a basic structure of the organization
should be formed but proper human resource management and religious and cultural beliefs
should be given priority while formulating the work policy for the HG organization in Tanzania.
In my opinion, a formal recruitment policy may be taken by the HG organization but a close
relationship with the citizens should be maintained to respect their traditional beliefs. I think the
ritual to please the god must be performed effectively by terms of the local people, as it is one of
the most culturally sensitive issues (Richter et al., 2016). In my opinion, policy of Jones to live
in the local neighborhood may help the company to perform effective compliance. It should not
affect the brand image of the company as a whole. I think if Jones modify his policy a little bit he
may be perfect for the job.
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Analysis of the group task
I think one of the main challenges during performing the group task was the difference in the
cultural perspective that created an argument and counters argument during performing the
activities. As the case study is totally based on culture and religious analysis, so it is important to
communicate in an effective manner. I think one of the challenges was engaging in perfect
communication, as the language is one of the barriers during the communication process.
Moreover, in my opinion, arguments that were made helped us to analyse the case study form a
different perspective. It has enriched our values and helped to use the cultural theory to analyse
the case in an effective manner.
Recommendation
The above section analyzed our group activities and identified the challenges in an efficient
manner. This section provides a recommendation to improve the group activities.
 Effective communication plan- communication should be done in a better process to
enhance the quality of the group work in future
 One language system- Preferably one language system may be used to perform the
group activities for better comprehension.
Conclusion
The study mainly includes the analysis of the national culture of Tanzania by using Hofstede’s
theory of cultural dimension in an efficient manner. The issue related to the operation of the
business of HG has been critically analyzed in the study from the perspective of culture and
religious integrity in an efficient way.
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References
Ali, M. and Brooks, L. (2009) A situated cultural approach for cross-cultural studies in
IS. Journal of Enterprise Information Management. 22(5) pp. 548-563.
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), pp.115-126.
Deephouse, D.L., Newburry, W. and Soleimani, A., 2016. The effects of institutional
development and national culture on cross-national differences in corporate reputation. Journal
of World Business, 51(3), pp.463-473.
French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.
Khlif, H., 2016. Hofstede’s cultural dimensions in accounting research: a review. Meditari
Accountancy Research, 24(4), pp.545-573.
Richter, N.F., Hauff, S., Schlaegel, C., Gudergan, S., Ringle, C.M. and Gunkel, M., 2016. Using
cultural archetypes in cross-cultural management studies. Journal of International
Management, 22(1), pp.63-83.
Taras, V., Steel, P. and Kirkman, B.L., 2016. Does country equate with culture? Beyond
geography in the search for cultural boundaries. Management International Review, 56(4),
pp.455-487.
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.
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